Employee Relations Consultant

The Hartford•Hartford, CT

7d•Hybrid

About The Position

The Employee Relations Consultant operates as a trusted advisor, risk informed consultant, and judgment-based decision partner to leaders and employees. This role has evolved beyond transactional ER support to focus on independent decision making, leader enablement, and proactive risk mitigation in a complex and often ambiguous environment. They are expected to manage sensitive ER matters end-to-end, exercise sound judgment when policy or process is not definitive, and influence high quality outcomes aligned to company values, employee trust, and business priorities.

Requirements

3+ years of HR experience within an Employee Relations function of a complex organization (Required)
Demonstrated experience managing ER cases that require judgment, discretion, and influence
Independent judgment and comfort operating in ambiguity
Strong consulting and coaching skills; ability to influence without authority
Ability to balance competing risks (legal, cultural, reputational, equity)
Effective written and verbal communication, including documentation of rationale and decision making
Data literacy and ability to extract insights from trends
Strong integrity, professionalism, and discretion

Nice To Haves

Experience using ER or risk platforms (e.g., Workday, Archer) and analytics tools
Familiarity with AI enabled tools and digital case management
Prior experience supporting leaders through change, time pressure, or uncertainty

Responsibilities

Provide independent consultation and coaching to leaders and employees across performance, conduct, accommodations, leave, workplace conflict, investigations, and employment actions
Partner with leaders to navigate ambiguous situations where there is no clear “right answer
Build and present recommendations that balance fairness, risk, precedent, and employee experience
Influence defensible, values aligned decisions without relying solely on policy or escalation
Demonstrates a transformation‑oriented mindset by continuously evaluating ER work, processes, and customer needs through a customer‑first, enterprise lens; intentionally prioritizing automation, technology, AI enablement, and leader/employee education as the primary means of meeting demand.
Independently manage complex and sensitive ER cases from intake through resolution
Conduct or support investigations using consistent, equitable, and precedent-based practices
Maintain accurate, timely, and well-reasoned documentation that clearly articulates judgment and rationale
Partner closely with internal stakeholders to drive aligned outcomes
Make informed decisions without all the information, clearly articulating knowns, unknowns, and assumptions
Build recommendations when guidance, precedent, or process is incomplete or unclear
Distinguish when to pause, proceed, or escalate—and explain why
Help leaders move forward responsibly under uncertainty rather than defaulting to inaction
Use ER data, case trends, and context to inform recommendations and decision making
Identify emerging patterns or repeat drivers that may indicate broader risk
Partner with leadership to surface insights and inform proactive interventions
Leverage systems, digital workflows, and AI enabled tools responsibly to support documentation, analysis, and consultation
Maintain high standards of confidentiality, ethical use, and data integrity
Adapt quickly as tools and processes evolve
Build trust-based relationships with leaders, employees, and HR partners
Demonstrate empathy, emotional intelligence, and cultural competence in sensitive situations
Maintain steady, professional presence in high pressure or emotionally charged conversations
Promote fairness, psychological safety, and consistency in all ER work